Competency Analysis
Competency Analysis
What is it?
Competency Analysis is a tool used to measure knowledge, skills, and capabilities either for analyzing a company’s products, services, human capital, or it can be used in education in order to analyze the core competency in student performance. Competency Analysis tools are interested in determining skills, knowledge and abilities. Competencies are capabilities that can be performed by individuals or groups and measured. Measurements can be divided by technical competencies and behavioral competencies. It is an evaluative way to measure performance in an organized, structured manner.
How is it used?
It usually consists of the job title, a job description, and responsibilities of the job, prerequisites, experience and education. These are often developed by HR, or an HR consulting firm. The competency breakdown is measured by the knowledge, skills, and abilities of a worker and the factors involved with average performance and superior performance and under what circumstance each is achieved. When designing a competency model the following steps need to be considered:
· The methodology and participants
· Examination of the job description data
· Conduct data collection
· Brainstorm and draft framework
· Validate the competency model
· http://www.slideshare.net/mubeena/competencybased-training-and-development
Why is it used?
Competency analysis and job based descriptions provide crucial information to companies. It provides a means in order to measure correct title and pay grade. The recruiting process is more efficient when specific items are outlined. New hires have a complete, comprehensive overview of the duties and job responsibilities of the job. Because competencies effect the job function, it outlines the specific competencies needed to be successful.
What are some advantages and disadvantages of using Competency Analysis?
Advantages of Competency Analysis:
· Provides first hand job-related information
· Helps create the right employee fit
· Establishes effective hiring strategies
· Used as a guide to gauge performance evaluation and the appraisal process
· Helps to analyze the training and development needs
· Helps to determine compensation and benefits.
Disadvantage of Competency Analysis:
· Time consuming
· May be Bias
· Source of data is small
· Takes a lot of human effort
· Job Analysis may not possess the appropriate skills
· Metal abilities may not be observed
4. Real World examples of use?
In the article Competency requirements for process hazard analysis (PHA) teams, the author stresses the importance of a competency management program to ensure that all team leaders and members are appropriately qualified. It suggests a performance metric that correlates performance with competency assessment is crucial to the success of a company and a competency analysis should be used in the selection process.
Competency requirements can be crucial, especially if the need for certification is involved. Imagine having surgery and there were no job description criteria for the person assisting the surgeon. It could present a very dangerous situation if the person helping, had no knowledge of the medical procedure. Companies use competency gap analysis to determine if there are obstacles in the way preventing them from meeting their goals. The table below is an example of what a team competency gap analysis looks like.
5. Resources and Bibliography.
http://www.managementstudyguide.com/advantages-disadvantages-job-analysis.htm
http://www.slideshare.net/mubeena/competencybased-training-and-development
https://www.mindtools.com/pages/article/newTMC_94.htm
Athey, T. R., & Orth, M. S. (1999). Emerging competency methods for the future. Human resource management, 38(3), 215-225.
Baybutt, P. (2015). Competency requirements for process hazard analysis (PHA) teams. Journal Of Loss Prevention In The Process Industries, 33151-158. doi:10.1016/j.jlp.2014.11.023
What is it?
Competency Analysis is a tool used to measure knowledge, skills, and capabilities either for analyzing a company’s products, services, human capital, or it can be used in education in order to analyze the core competency in student performance. Competency Analysis tools are interested in determining skills, knowledge and abilities. Competencies are capabilities that can be performed by individuals or groups and measured. Measurements can be divided by technical competencies and behavioral competencies. It is an evaluative way to measure performance in an organized, structured manner.
How is it used?
It usually consists of the job title, a job description, and responsibilities of the job, prerequisites, experience and education. These are often developed by HR, or an HR consulting firm. The competency breakdown is measured by the knowledge, skills, and abilities of a worker and the factors involved with average performance and superior performance and under what circumstance each is achieved. When designing a competency model the following steps need to be considered:
· The methodology and participants
· Examination of the job description data
· Conduct data collection
· Brainstorm and draft framework
· Validate the competency model
· http://www.slideshare.net/mubeena/competencybased-training-and-development
Why is it used?
Competency analysis and job based descriptions provide crucial information to companies. It provides a means in order to measure correct title and pay grade. The recruiting process is more efficient when specific items are outlined. New hires have a complete, comprehensive overview of the duties and job responsibilities of the job. Because competencies effect the job function, it outlines the specific competencies needed to be successful.
What are some advantages and disadvantages of using Competency Analysis?
Advantages of Competency Analysis:
· Provides first hand job-related information
· Helps create the right employee fit
· Establishes effective hiring strategies
· Used as a guide to gauge performance evaluation and the appraisal process
· Helps to analyze the training and development needs
· Helps to determine compensation and benefits.
Disadvantage of Competency Analysis:
· Time consuming
· May be Bias
· Source of data is small
· Takes a lot of human effort
· Job Analysis may not possess the appropriate skills
· Metal abilities may not be observed
4. Real World examples of use?
In the article Competency requirements for process hazard analysis (PHA) teams, the author stresses the importance of a competency management program to ensure that all team leaders and members are appropriately qualified. It suggests a performance metric that correlates performance with competency assessment is crucial to the success of a company and a competency analysis should be used in the selection process.
Competency requirements can be crucial, especially if the need for certification is involved. Imagine having surgery and there were no job description criteria for the person assisting the surgeon. It could present a very dangerous situation if the person helping, had no knowledge of the medical procedure. Companies use competency gap analysis to determine if there are obstacles in the way preventing them from meeting their goals. The table below is an example of what a team competency gap analysis looks like.
5. Resources and Bibliography.
http://www.managementstudyguide.com/advantages-disadvantages-job-analysis.htm
http://www.slideshare.net/mubeena/competencybased-training-and-development
https://www.mindtools.com/pages/article/newTMC_94.htm
Athey, T. R., & Orth, M. S. (1999). Emerging competency methods for the future. Human resource management, 38(3), 215-225.
Baybutt, P. (2015). Competency requirements for process hazard analysis (PHA) teams. Journal Of Loss Prevention In The Process Industries, 33151-158. doi:10.1016/j.jlp.2014.11.023